Utah Retail Manager Claims Wrongful Termination Over Pronoun Policy Dispute

Utah Retail Manager Claims Wrongful Termination Over Pronoun Policy Dispute

A former store manager at Bath & Body Works in Layton, Utah, has alleged that her termination was directly linked to her refusal to adhere to the company’s pronoun policy regarding a transgender employee.

Jocelyn Boden has submitted a charge of discrimination to the U.S. Equal Employment Opportunity Commission after being dismissed in May from a position she held for three and a half years. The complaint highlights the complexities surrounding workplace policies and religious beliefs.

Background of the Dispute

Boden, a devout member of the Church of Jesus Christ of Latter-day Saints, described her experiences in a filed claim. She noted that after she declined to use preferred male pronouns for a transgender coworker, she faced systematic chastisement and alienation from her colleagues.

While Boden addressed the biological female employee by their chosen name, she stood firm in her religious convictions, refusing to use male pronouns. In her charge, she described an environment where her beliefs led to escalating tensions among her co-workers.

Allegations of Employment Discrimination

The filing included serious allegations against the company’s human resources department. The complaint states that team members submitted grievances regarding Boden’s use of pronouns, which prompted an investigation into her adherence to company policy.

Boden indicated that she openly discussed her religious objections to Bath & Body Works’ policy shortly before her employment ended. Just two days prior to her termination, she relayed her concerns to her district manager.

Termination Details

Following the complaints, Boden was terminated without prior notification, allegedly breaching the company’s discipline policy. According to the documents associated with her charge, Bath & Body Works cited violations of its code of conduct as the reason for her dismissal.

This code prohibits any behavior directed at individuals based on their gender identity, gender expression, or transgender status. Boden reportedly admitted to refusing to use the correct pronouns and acknowledged this to multiple parties, including managers.

Legal Representation and Claims

First Liberty, a Texas-based legal organization that advocates for religious freedom, has taken up Boden’s case. They argue that Bath & Body Works violated her religious rights under Title VII of the Civil Rights Act, which safeguards against employment discrimination based on several characteristics, including sex.

The legal group also claims that the company breached the Utah Anti-discrimination Act by retaliating against her for expressing her religious beliefs. They further assert that Boden was subjected to a hostile work environment and that her termination was wrongful, driven by her adherence to personal convictions.

Personal Convictions and Workplace Values

Boden has reiterated her stance on pronouns in her filing to the EEOC. She expressed that her beliefs prevent her from using pronouns that do not align with her understanding of gender. Boden stated, “My convictions do not allow me to lie by affirming a reality I believe is false. Therefore, I cannot refer to a female using male pronouns.”

Her sentiments reflect broader discussions regarding the intersection of personal beliefs and workplace inclusivity. Many individuals face similar dilemmas in increasingly diverse work environments.

The Role of the EEOC

Stephanie Taub, a senior counsel for First Liberty, noted that most workplace discrimination claims must pass through the EEOC before reaching the courts. This process underscores the importance of following legal avenues in resolving disputes related to employment discrimination.

While the EEOC has received Boden’s complaint, representatives informed media outlets that they cannot comment on ongoing investigations.

Company Response and Industry Practices

A spokesperson for Bath & Body Works responded to the allegations, stating, “Bath & Body Works complies with all laws concerning employment practices. As an equal opportunity employer, we do not discriminate based on any protected status.”

The company has also received accolades for its efforts in promoting an inclusive workplace. In 2025, Bath & Body Works earned a perfect score for workplace inclusivity from the Human Rights Campaign, reinforcing its status as a leader in LGBTQ+ workplace inclusion.

Implications for Future Practices

This case raises significant questions about workplace rights, inclusivity, and the balance between individual beliefs and corporate policies. As the legal proceedings unfold, many may watch closely to see how issues of religious freedom and gender identity continue to shape employment practices across the nation.

The case could set precedents for how future related disputes are resolved in the retail sector and beyond. Employers may need to navigate the complexities of inclusive policies alongside respecting the individual rights of their employees.